Settling in a new workplace is always a challenge. In this regard, the HR Department of any company plays a very significant role in making new employees feel comfortable in their new workplace. At the same time, retaining and motivating the current employees of the company contributes to overall organizational effectiveness.

At Kaapro, we provide a wide range of HR Consulting services to our customers, which helps them to build systems that engage and develop their workforce. Our consulting services include organization structuring and manpower planningcompetency profiling of roles, policy handbooks, and employee engagement study and many other.

For many years, ’employee engagement’ has been a hot and trending topic in corporate circles. It’s a buzz phrase that has captured the attention of many HR practitioners and the research says that a proper HR system helps maintain healthy work relationship among employees and enriches the atmosphere at the workplace.

Here are some effective ways to develop work motivation along with work interest:

  • Constant interaction with employees so as to know their problems, expectations, suggestions, ideas, views, etc.
  • Conducting team meetings every month in order to analyse the month activities, to share the team’s performance, to set the targets for the next month etc.
  • Celebration of Birthday/ Wedding anniversary of the employees
  • Setting targets and rewarding the best performing employees.
  • Opportunities to help employees expand their knowledge and apply the competencies they have gained to new and complex situations.
  • Regular employees training and development help your employees in adapting to change and keeping up with recent changes in technology thereby increasing their productivity.
  • Suggestion Box: to bring out creative suggestions for improvement from the employees.

Thus, we recommend encouraging employee participation by inviting their suggestions & opinions. This coupled with competitive compensation & rewards and training through core development programs, helps to unleash their full potential.

The opportunity to acquire new skills and experiences on the job can increase employee motivation and job satisfaction. This can convert into positive benefits for the organization helping it to attract and retain top-quality employees.

​At ​Kaapro, the renowned HR Consultancy company in India, we dedicatedly provide all kinds of services to design and develop your HR processes. Our HR system surely leads to improve the quality of your employees work experience and also realize the benefits of developing workers to their full potential.

Let us come together and begin our journey towards workplace motivation and excellence!


Posted by: kaaprohr | November 15, 2018

The concept of Contract staffing in India

Over the years, hiring practices have seen a big transformation. Traditional workforce planning revolved around how many people need to be hired on rolls. The IT and Finance sector pioneered the task of outsourcing based on core competencies and costs. This initiated a large scale distinction of full time and contract employees.

Kaapro is an H.R and recruitment company specializing in staffing solutions. Whether it’s short-term, freelance or permanent placements, we’ve got your covered. Kaapro is a leading Placement Agency in Vadodara, Ahmedabad and Surat in Gujarat and other cities of India, supplying staff as per your requirements.

How Contract Staffing Works:
These days several companies are operating on a tight budget. The size of the workforce varies as projects often tend to fluctuate. Therefore, companies have begun resorting to temporary or contract hiring via staffing solutions providers.

The worker is hired as a contract employee (or consultant, freelancer) for a specific job, for a specific pay rate. While they will work on-site at the workplace, they aren’t a permanent employee of the organisation.

Key Benefits of Contract Staffing:

1. Cost Effective
Every company has hiring budgets and temporary staffing turns out to be a cost saver. Because as a company, you will only pay to the contractual employees for a given period of time or for a specific project.

2. Immediate hiring solutions
The turnaround time for hiring qualified contract staffers is shorter than recruiting a permanent candidate. These candidates are fully reviewed and ready to hit the workplace as soon as you hire them.

3. More Flexibility
Contract employees are available during emergency times when full-time employees need to take time off. They come in handy around the office, on the job site, or on the sales floor whenever needed.

4. Get more qualified talent
Contractual workers come with a special set of skills and expertise in their particular domain. These workers are more exposed to a diverse range of technologies, markets and business settings. They quickly fit into the organisation.

5. Reduced risks
The contracting company carries PI, EL and PL insurances, so the company is freed of related risks without having to incur the insurance costs.

This method of staffing is useful for temporary migrants and students who have work permits. Students while studying can work part-time or on a contract basis as per their schedule and learn-on-the-job skills. Temporary migrants can bring in new ideas and technologies to your organization.

The traditional direct staffing methods have been gradually replaced by Contract Staffing to fill in the jobs. With the workplace going through a transition period, opting for contract-to-hire talent is a smart choice for many companies.

Hire us to hire your Contractual employees!

Posted by: kaaprohr | November 15, 2018

How to manage a dream Job search anxiety

Are you tired of updating your resume and sending them to hundreds of companies? Is the prospect of facing a job interview stressing you out? You don’t need to worry at all. We are the right agency helping to connect the right people at the right place.

Kaapro was established with a noble objective of helping companies and industries in recruitment and human resource services. Today, we are a full-service HR consulting company, having a presence in 9 locations across India.

If we talk about Gujarat, Kaapro has offices in the major cities of Ahmedabad, Vadodara and Surat. We have a track record of recruiting in various industrial verticals. Our main goal is to furnish our clients with manpower talent whenever they need it. We have dedicated qualified professionals in our team with different backgrounds and expertise having a common goal to serve our clients for all their recruitment needs.

The stress of getting a dream job to the candidates come as a no surprise that the job search process can be nerve-racking as your whole career depends on it. Anxiety disorders are very common in candidates looking for a job. Plus, the idea of facing an interview with other talented candidates makes the candidate tenser.

We understand that job hunting is an intense process and can make anyone feel anxious and frustrated. On top of it, you can feel the pressure to get employed from your parents, peers, mentor or partner. But finding the right job is not easy. It requires constant efforts and patience on the job seeker’s part.

The most intense competition in the global business world today is not for capital or advanced technology or market share. It is for talent, and the greatest benefits will go to companies assembling the best set of human skills.

To meet the ever-increasing need for talent across functions, it has become important for organizations to seek varied levels of recruitment. Today, companies have resorted to hiring Employee Service Providers for their workforce needs. Kaapro has been quick at leveraging this opportunity.

Thus, we can say that the success of any organization depends directly on its workforce and at Kaapro, we provide concrete staffing solutions with a fundamental understanding of recruitment needs. We have experience of serving our clients with the bright track record of many years, and that too across diverse sectors. Quality, consistency & prompt service have always been the motive of our company.

 Join Kaapro for a rewarding career!



Posted by: kaaprohr | April 26, 2018

10 Basic Tips to Write Effective Resume for Fresher

Your resume is the first document that will be screen by Employer / HR / Recruiters. So we are going to write a series of article on writing Effective Resume. Definition of Effective Resume is not that it looks good and has a lot of impressive jargons. An effective resume is one which can help you get the right job. We need to understand the basics of resume writing which can be enhanced once getting some experience in the job.

Let’s start with 10 basic tips for other aspects (Except Experience Section. You can read about Experience section tips here.

  1. Get Print of resume on regular A4 good quality paper as it will be filed and used for future reference.
  2. Use standard font across all sections of the resume. This will help in uniformity. Also, choose a professional font to write a resume. Avoid comic fonts.
  3. Use basic Grammar / Spell check before print. It is better if it is reviewed by some professional before print
  4. If you are fresher, projects section is very important. If you have 5+ years of experience it may have very less significance.
  5. Give your contact number and one alternate number so recruiters can reach you easily.
  6. Do not include facts like Height, Weight, cast and so on. This is not you Biodata for marriage proposal so it is irrelevant
  7. Put your qualification in reverse chronological order because of normally highest qualification matter most.
  8. Do not paste Objective / Key Skill from the online or other resumes. Give some thought and write your own skills. This can be important discussion during the interview.
  9. You can add your computers / IT skill as it is mandatory for most of the jobs now.
  10. You can always use the template to create the good resume. A lot of templates available online. The important point here is to make sure that you do not copy paste things.

Always remember that the good resume is the key to an interview call. Even if you are sending your resume to some of the best placement agencies of your city, they will scan you with the same parameters.


Your resume is the first document that will be screen by Employer / HR /
Recruiters. You will be reading series of blogs to create an Effective Resume.
Definition of Effective Resume is not limited to good looking design with lots of
impressive jargons to impress the recruiter. An effective resume is one which can
help you get the right job. It must send the message in the most effective manner
to the recruiter.

Recruiter normally goes through hundreds of resumes daily and hence it is
almost impossible for him/her to read everything candidate is writing in the
resume. We need to understand how to write a job-winning resume and what
points to keep in mind while creating our resume. We will start with basic tips
in this blog and in upcoming blogs will go through some other important
aspects of writing the best resume.

Basic Tips

Here are 7 basic tips to highlight the ‘Experience section’ in a resume:
1. Give priority to this section If you are an experienced candidate.

2. Give important space for your experience in your resume. Highlight the
key achievements in the better ways to attract the recruiter.

3. List your experience in reverse chronological order. Last job first and so
on because it will show your recent work on the top.

4. Mention your duration of job in the resume. This is important and you can
mention duration by writing month and year.

5. Besides designation, list some activities you perform every day. It will
show your extra skills to the recruiter.

6. Also, give some details about the company you worked for. This will give an idea
to recruiters about your company and sector you worked with.

7. Make sure your resume is updated and it is in line with your online
profile at social and professional network site like Facebook, LinkedIn
and Twitter.

Posted by: kaaprohr | July 13, 2017

A Day in the life of Recruiter (@kaapro)

We know some recruiters love talking,
but not just through quick email squawking.
They pick up their cell phones,
say “Hi!” in a warm tone,
these pros are the ones who are rocking

Ever wondered what working in recruitment in Kaapro really consists of?

It’s really difficult to sum up a day in the life of a recruiter, primarily because no day is the same! We all have a to-do list which usually consists of “call client A, pass on feedback to candidate B, run a search for client C”. Our to-do list is not always followed due to constant changes that happen on a day to day basis, be it with clients, candidates or industry specific changes. As a result, we are constantly shifting from working on one thing to another, depending on priorities.

That being said, we would typically start the day by checking whether we have any new candidate applications on the roles we would be handling. We review CVs and set interviews with potential hopefuls. Most days we have team meetings to discuss candidates, clients, and share challenges to get help from the team, and celebrate successes (we also at times share some industry gossip!).

We usually have a few interviews scheduled every day, which require preparation and research on questions to ask during the meeting. We also have to run searches through our database, for particular roles we might be handling, and call potential candidates to see whether they are interested in the opportunity. Once we’ve compiled a shortlist, we then put the candidates forward to the client for consideration. At this point we would communicate with the client and obtain feedback on the applications. Here we can better gauge the company’s requirements, improve on our short listing whilst also supporting candidate’s applications by putting forward additional verbal recommendations. Once the short listing phase is complete we help in the setting up of interviews

One of the hardest parts of the role truly understands the requirements of the candidates and the clients. The reality is that we are dealing with people who are not always as clear on what they are looking for as we would hope. As a result, if we do not ask the right questions to elicit the underlying needs of the candidate/client, the repercussions can be quite unpleasant. We could end up with having a candidate making a wrong career turn because we did not unravel his or her real motivations for wanting to change jobs. Alternatively, we could have a client frustrated with us because we are not putting forward enough candidates or the candidates he/she he really needs.

Usually, not understanding the candidate/client ties in with us not having gained their trust. If they do not trust you, the probability is that they will not be as forthcoming with information as you would like. This is much easier said than done as trust is earned by being open and honest with clients whilst also showing that we know what we are talking about. We must show that we are abreast of what’s going on in the industry and what may result through certain actions and decisions. Setting candidate and client expectations are a crucial part of the role, we need to be realistic and let them know when we feel they are going astray. This goes hand in hand with dealing with disappointments, both from a candidate and client perspective and also having to handle your own disappointments. For every position filled there are a number of disappointed candidates that need to be given feedback as to why they were not successful. It is not easy, but it is a daily part of the job.

All in all, I genuinely feel that the challenges we face on a day to day basis are very much character building in that learning how to deal with difficult candidates/clients is a skill that can be implemented across various other circumstances outside of work. Apart from that, you learn so much just from interviewing candidates and meeting different people, it is a growth process in and of itself.

One of the most exciting things about being a recruiter is the day-to-day variation in the job.  You never know what’s going to happen when you walk in the door.  The perfect candidate about to accept a job pulls out at the last minute, or a client loves a candidate so much they offer them the job on the first interview!  There are many ups and downs in the life of a recruiter, but there is nothing better than the feeling of bringing together a qualified candidate with a great career opportunity.  Recruiters are very special people, able to be counselors, negotiators, and motivators all in one day.

Posted by: kaaprohr | April 11, 2012

Recent Job Openings

Following is a list of some of requirements. Please apply if you are interested in any of them send your resume with subject line as a designation.

Sr. No. Designation Location Job Profile Requirement Apply To
1 Accounts Executive Surat • Billing, Writing Vouchers
• Basic Accounts
B. Com. / Mc. Com. First Class
2 Front Desk Executive Surat Front Desk Assistance & Other back office Activity Good Communication and personality
3 Back Office Executive Vadodara Letter Drafting and other back office activity Graduate / UG with basic knowledge of computers
4 International Sales Surat Ø Cotton Yarn Sourcing
Ø Cotton Yarn Export
Ø Interaction with clients
International sales experience in any kind of yarns
5 Fitter Mumbai O&M in a Plant ITI Fitter with 2 years of experience
6 Center Manager Surat Sales, Operation, Quality control and all activities related to running a center successfully Heading or managing any education center in past
Posted by: kaaprohr | December 25, 2010

Geographical Reach – Kaapro

As Kaapro started operations in Surat last month, it is available at 8 locations across India. Company is planning to widen its geographical reach to cater clients across India.

Gurgaon (Registered Office)

11/3, Crimson Park South,
Vatika City,
Gurgaon – 122002, Haryana, India.
Tel: +919953091959

Full Functional Offices:


210,Royal Diamond,
Yeshwant Niwas Road,
Indore – 452003, MP, India.
Tel: 91-731-4042043 / 4527687


# 152, Sauravnagar,
Beltola Bazar Road,
Guwahati – 781028,Assam, India.
Tel: 91-361-2307264 / 2307265


Unit III,
Bhubaneswar – 751001, Orissa, India.
Tel: 91-674-2394586 / 2394587


305 Varma Centre, Boring Road Crossing
Patna, 800001
Tel: 0612 – 6530161/ 3263164


B-206, Tirupati Plaza,
Athwagate, Surat 395001
Tel : 0261 6643406
Email :

Representative Offices:


7, Rohan Ashima, Brookefields
Bangalore, 560037
Karnataka, India.
Contact: + 91 9845133767


1st Floor, Yashsrhree Tej,
Plot No 12, Vidyanagar,
Pune – 411032
Contact – +91 9579380606

Posted by: kaaprohr | December 10, 2010

Sales Incentive Vs Performance Incentive

One the surface these two terms might seem quite similar but their application is quite different in reality. The sales rewards are quite simply a small part of performance incentives plan that contains much more vast area.

Sales Rewards can be taken as simply the rewards associated to sales for certain product or service. The sales rewards might simply be part of the salary of certain sales staff or can be an inducement for the customer but its effectiveness is often not as much as the performance incentive.

Performance Incentive is aimed at creation and promotion of certain behavior, this might be increase sales, production, reduction of errors or simply the increased turnover among the staff. This is much wider area as compare to the sales rewards and has much more relevant application in long run.

The performance incentives can easily be made as part of regular practice of organization too quite easily. Their effectiveness is proven as compare to the sales its targets are much more stable in reality. The sales targets keep changing and are often subject to the various other elements in the market as well.

Interestingly there is some difference in the terms bonus and the sales incentives also. The bonus being part of salary can be subject to different legal precedents the same is not true for the incentives. The sales rewards are often taken as cash or similar on other hands the incentives are more often non c ash.

The payment mechanism of both these is quite different too, the simple calculation of sales can be used for calculation of the sales rewards on other hands the incentives might be achieved more easily and are in control of the person achieving them as compare to sales which is subject to the behavior of some other party.


Posted by: kaaprohr | December 10, 2010

HR Basic: Recruitment

ou have decided to hire a new employee, you are growing or replacing someone. Yeah! Then the dread sets in about the process, you may loose a little confidence in your ability to find the right person or you rush through it and wonder why the new person doesn’t work. All this can be avoided with planning and a process. In recruitment consistency is key – not only for your sanity but to ensure you are hiring right the first time and every time.

The more you have a system in place the dread, insecurity and turnover will disappear. Each time you go through the process you will get more comfortable and become a pro.

Let’s talk about the process. This is what a call my D.I.A.L. I.N.T.O. Recruitment process, the acronym gives you each step of the process and makes it easy to remember. While this is a subject I can talk about for hours (and have), I will give you a summary to help you get started.

D – Description of Position

Nothing formal is needed here, it can even be on sticky notes attached to your computer monitor. Before you look at one resume, speak to a candidate or write an ad – this must be done. Write down what skills are needed, attitude, or personality desired, and nice to have attributes.

I – Interview Questions

From the description, write down the questions you want to ask each candidate to see how they measure up to the job. These will be the minimum questions you ask each person you interview. This will allow you to compare apples-to-apples since everyone is answering the same questions.

A – Ad Creation

Be creative and make people interested in your company. When describing the position be honest, emphasize the skills needed, and talk about your culture. This is no different than your marketing campaign. Reach out to your target audience – the perfect employee.

L – Look over resumes

You will receive lots (and lots) of resumes for your position – how do you screen them? Take a look at your requirements and look for them on the resume (or cover letter). Don’t focus on job titles, they can be deceiving and vary from company to company. Also, don’t toss someone aside just because they are from a different industry – they may have some very transferable skills that you can use. Instead look at their accomplishments and skills.

I – Interview Candidates

Now you get to call the candidates and ask them the questions you have written. I suggest a phone interview to review their career and skills and then an in-person interview to dig deeper into their back ground. Keep notes! Again, nothing formal is needed but if you are interviewing several people over a week, you may forget what someone told you.

N – Notify Candidates of outcome

One of the hardest things about being a candidate for a position is not knowing where you stand. If someone is not right for the position – call or write them. If the process is going to be delayed for whatever reason – tell them. This communication will not only reassure candidates, it will eliminate the calls to you checking in on their application and it will work as PR for your company as they will speak positively about you.

T – Talk to references

Regardless of how you much you like someone and want to offer the position on the spot – check their references. Talk to people who have worked with them or for them. Ask about the same skills and attitude you are interested in.

O – Offer employment

Here’s the final step of the process – offer them the job! This is the fun part, after all who’s not excited about a new job. Where most people fall short here is not following up with a letter to confirm the offer. Too many times there is a misunderstanding about the hours, pay, start date or benefits. Put it in writing and send it to them before they start. A lot easier to correct any misunderstands before they start working for you.

Don’t let the recruitment process get you down, cause you to procrastinate or hire the first person who walks in the door. Follow the process and enjoy.

Need help in getting your recruitment program off the ground, or need coaching on any of the steps of the process – contact us. Coming soon – The D.I.A.L. I.N.T.O. Recruitment Workbook!

Happy Recruiting!


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